Notice of Retraction: The relationship of network centrality and employees' turnover intention: The mediating role of job satisfaction and group commitment

2011 ◽  
Author(s):  
Zhenyuan Wang ◽  
Ruilin Dai
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Network Centrality ◽  
Mediating Role ◽  
Relationship Of ◽  
The Relationship

scholarly journals The Moderating Role of Leader-Member Exchange on the Relationship between Emotional Labor with Job Satisfaction or Turnover Intention

2016 ◽  
Vol 11 (12) ◽  
pp. 83 ◽  
Author(s):  
Hakan Turgut ◽  
Ismail Tokmak ◽  
M. Fikret Ates
Keyword(s):  
Job Satisfaction ◽  
Emotional Labor ◽  
Turnover Intention ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Relationship Of ◽  
The Relationship ◽  
Emotional Dilemmas ◽  
Moderating Role

<p>It is known in the business world that employees’ display of emotional labor in their relations with customers contributes to the success of the organization. Therefore, the aim of this study is to find out how the emotional dilemmas that employees experience affect their perceptions on job satisfaction and turnover intention and whether leader-member exchange has a moderating role on these relationships. In this respect, we performed a survey on the 371 employees of a company in Turkey. We used the scale developed by Diefendorff et al. (2005) to test emotional labor; the scale developed by Scandura and Graen (1984) to test leader-member exchange; the scale developed by Chen et al. (2009) to test job satisfaction and the scale developed by Scott et al. (1999) to test turnover intention. The all scales were measured valid and reliable for this sample group. In the hierarchical regression analyses, done to test the hypotheses, all variables were included in the model. According to the findings, emotional labor has a significant and positive direct effect on turnover intention and it has a significant and negative direct effect on job satisfaction. All these results taken into consideration, it was confirmed that when emotional labor increases, turnover intention also increases, and job satisfaction decreases. Furthermore, the moderating role of leader-member exchange between the relationship of emotional labor and turnover intention wasn’t approved; however, its moderating role between the relationship of emotional labor and job satisfaction was approved. To sum up, it is estimated that performing emotional labor is inevitable for organizational success and it is essential to develop new methods in order to prevent the negativities resulting from emotional dilemmas.</p>

Mapping the contours of fairness

2014 ◽  
Vol 1 (2) ◽  
pp. 191-204 ◽  
Author(s):  
Lilian Otaye ◽  
Wilson Wong
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Regression Analysis ◽  
Turnover Intention ◽  
Content Type ◽  
Mediating Role ◽  
The Uk ◽  
The Relationship

Purpose – The purpose of this paper is to explore the contours of fairness by showing how different facets of fairness impact three important employee outcomes (job satisfaction, turnover intention and employer advocacy) and examining the mediating role of quality of management and leadership (through perceptions of both senior management and the quality of exchange with immediate supervisors) in attenuating negative impacts of unfairness on these outcomes. The study extends the concept of fairness beyond the traditional focus on organizational justice and models the mediating role of leadership on the relationship between (un)fairness and the three employee-level outcomes in a sample of employees representative of the UK workforce. Design/methodology/approach – Data were obtained from a nationally representative sample of 2,067 employees in the UK. Exploratory factor analysis and then confirmatory factor analysis is used to refine three unfairness factors and address their dimensionality of the unfairness scale and then multiple regression analysis is used to test a fairness-leadership-employee performance outcome model. Findings – Results of multiple regression analysis revealed that both trust in leadership and leader-member exchange partially mediate the relationship between organizational (un)fairness and job satisfaction, advocacy and turnover intention, respectively. Practical implications – The findings highlight the important role that leaders play in influencing the relationship between perception of unfairness and employee outcomes. This has implications for both theory and practice as it suggests that the pattern of inclusion that leaders create through the relationships that they develop with their followers has a significant impact on the relationship between unfairness and the work outcomes. They not only must manage traditional perceptions of justice, but also the assessments employees make about trust in management judgements and the perceived consequences of such judgements. Originality/value – In an environment where perceptions of unfairness are becoming both more endemic but also more complex, the study shows that both senior leaders and immediate supervisors have important agency in managing negative consequences. Through the measurement of satisfaction, turnover intention and employer advocacy it also provides potential links to link fairness into the engagement literature.

Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment

2017 ◽  
Vol 36 (9) ◽  
pp. 1137-1148 ◽  
Author(s):  
Taghrid S. Suifan ◽  
Hannah Diab ◽  
Ayman Bahjat Abdallah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job satisfaction. In addition, the study aims at incorporating all four facets of organizational justice (procedural, distributive, interpersonal and informational) in an attempt to test the model in a developing country context. Design/methodology/approach The study targeted employees in the airline industry working for airline companies currently operating in Jordan. A count of 323 questionnaires were directly distributed and completed and returned by employees yielding a response rate of 81 percent. Multiple regression analysis was used to test the hypotheses. Findings The results led to the acceptance of all hypotheses. Most importantly, it was confirmed that both organizational commitment and job satisfaction had a mediating effect on the relationship between organizational justice and turnover-intention. While job satisfaction fully mediated the relationship, organizational commitment only had a partially mediating effect. Originality/value The study took a step beyond the simple linear models typically used in the literature by proposing a more complex one that investigated the mediating role of job satisfaction and organizational commitment. Moreover, the researchers applied this model to a developing country setting in order to bridge the research gap.

The mediating role of job stress on the relationship between job satisfaction facets and turnover intention of the construction professionals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tharindu C. Dodanwala ◽  
Djoen San Santoso
Keyword(s):  
Job Satisfaction ◽  
Sri Lanka ◽  
Job Stress ◽  
Turnover Intention ◽  
Job Security ◽  
Content Type ◽  
Mediating Role ◽  
Stress Levels ◽  
The Relationship

PurposeThe present study examines the mediating role of job stress on the relationship between job satisfaction facets and turnover intention of the construction project professionals in Sri Lanka.Design/methodology/approachData were gathered from a cross-sectional survey of 274 project-level employees of 10 construction organizations in Sri Lanka. A path analytical model is developed to assess the research hypotheses.FindingsResults support the mediation model of job stress, in which satisfaction with supervision and job security directly contributed to a reduction in stress levels, which in turn lessened the turnover intention. Full mediation is observed from supervision, and partial mediation is observed from job security. Satisfaction with pay and co-workers directly predicted a decline in turnover intention. Contrary to the authors’ expectations, the authors could not find any significant effect from promotion to job stress and promotion to turnover intention. The results further illustrated that demographic variables, i.e. gender, age and organization tenure play a role in determining employees’ stress levels.Originality/valueIn identifying how job satisfaction facets, job stress and turnover intention are linked together, the present study added the mediating role of job stress to the previous empirical research on the relationship between job satisfaction facets and turnover intention.

scholarly journals THE RELATIONSHIP OF ORGANIZATIONAL CYNICISM WITH THE JOB SATISFACTION: THE MEDIATING ROLE OF PSYCHOLOGICAL CONTRACT BREACH

2020 ◽  
Vol 36 (02) ◽  
pp. 1-13
Author(s):  
Aneela Sheikh ◽  
Abdul Khaliq Alvi ◽  
Khalil Ur Rehman
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Psychological Contract ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Mediating Role ◽  
Organizational Cynicism ◽  
Relationship Of ◽  
The Relationship

This research inspects the relation of psychological contract breach, organizational cynicism and job satisfaction. This is correctional research and date is collected from 274 nurses randomly from public sector hospitals of Lahore Pakistan. Result described that all three hypotheses for direct relationships of psychological contract breach and the organizational cynicism with the job satisfaction and for the relationship of organizational cynicism with psychological contract breach are accepted. Moreover, psychological contract breach partially mediates the relation of +other sectors like the banks, telecom and education sector for validate the results. It is also worthwhile to collect the data from nurses of private sectors where they face lot of hardships and the results of nurses of Govt. and private sector. For generalizing the results data will also collect cities like Islamabad, Faisalabad and Karachi.

scholarly journals Perceived Organizational Injustice, Job Satisfaction, Organizational Commitment, and Turnover Intention: A Study of MNCs in Malaysia

2021 ◽  
Vol 22 (2) ◽  
pp. 1047-1065
Author(s):  
Daisy Mui Hung Kee ◽  
Kuok Shiong Chung
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Negative Influence ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship ◽  
Moderating Role ◽  
Organizational Injustice

The paper intends to examine the relationship between perceived organizational injustice, organizational commitment, and turnover intention. Besides, the paper investigates the mediating role of job satisfaction on the relationship between organizational injustice, organizational commitment, and turnover intention. The presence of gender as a moderating role is also tested. Testing hypotheses on 203 MNCs employees, the paper finds that distributive and interactional injustice are associated with organizational commitment, job satisfaction, and higher turnover intention. Procedural injustice has a direct negative influence on job satisfaction. Job satisfaction has a mediating effect on the relationship between organizational injustice, organizational commitment, and turnover intention. Gender is found to have a moderating effect on the relationship between organizational injustice and turnover intention. This study's findings serve as guidelines to help managers better understand organizational behaviors, specifically on how to minimize employee turnover, improve job satisfaction and organizational commitment, and make better decisions in managing the perception of distributive and interactional injustice when dealing with their employees.

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